Attract and grow talents As we grow in a fast-changing environment and transition to a more sustainable tomorrow, employees are the human engine to achieve this transformation. The energy transition means reinventing the way we live and the way we do things. We don’t have a choice. To succeed, we need to do things differently. This means attracting new talents with new skills, enhancing the learning mindset across the company, and managing our expertise and critical skills. Our People Development journey aims to support an inspiring learning journey for all.
PEOPLE
WORKFORCE OVERVIEW
The table below provides an overview of the total number of both permanent and temporary employees of the Company as at years ended December 31, 2021 and 2022, subdivided by geographical areas.
92.6% employees participating
in ESG learning
December 31, 2022 December 31, 2021 GEOGRAPHICAL AREAS Permanent Temporary Permanent Temporary Americas 1,423 86 1,309 34 Asia-Pacific 1,435 277 1,354 874 Europe, including Russia 5,923 364 5,926 1,260 India 2,571 489 2,429 341 Middle-East/Africa 1,287 660 1,094 965 Total 12,639 1,876 12,112 3,474 Total 14,515 15,586
The permanent workforce increased in 2022 by 4% compared to 2021 in all geographic areas, except in Europe where the headcount decreased, due mainly to our exit from Russian operations. The temporary workforce decreased by 46% in 2022 compared to 2021. This is due to a decrease of the temporary workforce in Europe (with a 71% headcount decrease in 2022 compared to 2021) and in Asia (-68% temporary staff decrease in 2022 compared to 2021) as these geographies (Russia and China) have been impacted by the reduction of our activities related to Russia and the Arctic LNG 2 project.
In 2022, an average of 302 employees were employed by Technip Energies in the Netherlands. Over the same period, an average of 14,213 employees were employed outside of the Netherlands. The breakdown below shows the number of employees in corporate functions, in main operating centers (where we carry out engineering studies as well as R&D) and in other centers supporting operations (e.g. temporary offices in support of a project, commercial offices).
2022 AVERAGE NUMBER OF EMPLOYEES In the Netherlands Outside the Netherlands
Corporate 3 956 Operating Centers 299 12,228 Other centers supporting operations 0 1,029 Total 302 14,213
1 EMPOWER PEOPLE TO GROW To accelerate our energy transition transformation, we need the right skills and people. In 2022, we conducted a collaborative internal study to map and define the green critical skills needed. We have been able to target the business activities on top of digital where green skills development is crucial and will work on delivering the right solutions to upskill our workforce in their existing role or reskill with new pathways. As a result of this study, we will introduce in 2023 T.EN University around six learning domains: technology, commercial, leadership and management, digital, culture and project management. This is to ensure constant alignment of learning solutions with business strategies and a learning offering for all. In addition, a new ambition part of our ESG Scorecard has been set to reach an average of 40 hours of learning per employee per year by 2025.
2 EMPOWER MANAGERS TO BE PEOPLE DEVELOPERS In 2022 we have sought to revitalize our management, leadership development programs and digital learning offer. This resulted in the kickoff on a new blended learning leadership program for junior future leaders with the intention of accelerating their development and career path. Also, we have designed and piloted a new managerial learning path in 2 modules: “People Developer 1 & 2” targeting new and experienced managers to engage and grow their teams, deploy vision and strategy and lead change. 1,500 managers will be enrolled in the next 3 years.
In addition, a data upskilling program to enhance the creation of value with data have been delivered for 20 highly selected employees. A new governance has been put in place in 2022 with a learning lab to ensure constant alignment of learning solutions with business strategies. In 2022 we have also continued our Project Excellence Program, which was introduced the previous year. It brings project managers enhanced learning in commercial, project leadership and stakeholder management. Around 100 project managers have participated in 2022. We have enhanced our global onboarding program with our new Values, Purpose and organization to reinforce understanding of our culture.
3 ONE CAMPAIGN FOR PERFORMANCE AND DEVELOPMENT At Technip Energies, we value and believe that every individual is a talent with their own unique journey. We help talents grow within the organization, learn new skills and advance in career. We have a continuous communication process between managers and employees that focuses on building a high-performing culture aligned with each individual’s aspirations. It includes key processes such as goal setting, performance appraisal, career talk, individual development plan that allows each individual to maximize their potential, accept challenges to think differently, and develop themselves. In 2022, our performance management framework has been refined with an aim to support this major shift in the way we work. We have launched a one-campaign approach allowing identification of goals
earlier in the year. To support individuals to thrive and grow, we have also introduced discussion around how each individual lives the Company Values, project their career aspirations and learning opportunities.
4 “TALKING TALENTS” CAMPAIGN IN THE WHOLE COMPANY We have been conducting talent reviews for many years already, and their importance has grown. Our “Talking Talents” are a unique forum for discussions about people development. The primary objective is to support a successful and sustainable future for Technip Energies by working on developing our talents and identifying the future leaders of tomorrow. Newly launched in 2022, managers and People & Culture representatives have worked during this bottom-up calibration exercise to spot the individuals in our business who are performing consistently at a high level, demonstrating a high capability to grow, the agility, drive and motivation to progress to a leadership role. The main outcome of the exercise is to strengthen succession planning for leadership and key positions through promising individual development plan and to design career paths in line with individual aspirations. In addition, a particular attention and focus has been at the center of 2022 exercise to pay attention to the development of women at an early stage in their career. In the frame of our Diversity & Inclusion strategy, the “Talking Talents” process is a key pillar to accelerate the development of women towards managerial roles and accelerate cross-functional projections in the organization.
MAKING TECHNIP ENERGIES’ EMPLOYER BRAND RECOGNIZED BY FUTURE TALENTS
EMPOWER, UPSKILL AND RESKILL OUR WORKFORCE TO UNLEASH POTENTIAL AND SUSTAIN EMPLOYABILITY
In 2022, we pursued a global effort to enlarge the graduate intake into the workforce, multiplying by three their total number compared to 2021 from 131 to 393. This result has been achieved thanks to active campus partnerships across the globe, fostering Technip Energies presence as an employer of choice to initiate a purposeful career. The quality of our undergraduate offerings and internship experience has also been recognized at our French premises in Paris, ranked in the top 5 of the Happy Trainee Index for the category 100-500 interns/apprentices. We also exceeded our Women in Graduate Intake targets for the second year in a row, demonstrating our attention to diversify the future pipeline of talent. We have introduced the Energy Transition Graduate Program to an external public; a 2-year flagship program, including job rotation to develop newly graduated people and immerse them into the
energy transition markets where Technip Energies operates and accelerate their growth as future ESG leaders. A highly selected pool of participants will join in 2023, in addition to several local graduate programs currently in place. Because the diversification of ways and practices to engage with future employees is a must in an extremely competitive and tense marketplace, all talent acquisition teams from the main locations have been gathered for a 2-day workshop in October 2022 to refresh skills and techniques to attract diverse and performing talents, to foster business partnering living our values and to drive process excellence. Similarly, all hiring managers exposed to recruitment activities have been invited to attend 5 weekly global webinars on talent acquisition to gain awareness on the need to revisit how Technip Energies performs on candidate attraction and selection process to deliver the best experience to candidates.
2022 key figures
People
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Technip Energies Sustainability Report 2022 . 5150 . ESG Roadmap and Performance
